OBEJECTIVE:To have a depth understanding of executiveappraisal system in Pepsi co india Holding pvt.Ltd. To analyze and apply performance appraisalstrategies to improve the performance of theindividual employees To know the best performance appraisal strategyin interdepartmental teamwork. To know about the Appraisal system that leads toincrements and promotion. To study the effectiveness of performance appraisalprocess and thereby improving the overallperformance of the unit. To understand the practical aspects.

REVIEW OF LITERATURE:

Performance appraisals are considered one of the

best sources of evaluating employees. Suchappraisals should be objective, free of biases andcustom-designed to fit the specific needs of anorganization. In addition, procedures andadministration should be uniform and the entireappraisal system should be easy to operate. Itshould also be economical and acceptable tousers. Finally, the appraisal system should bewell documented and should provide proceduresfor review or appeals.

HYPOTHESIS SET FOR THE STUDY:

H1: there is a link between performance appraisal

strategies with satisfaction of employee.H0: there is no link between performance appraisalstrategies with satisfaction of employee.

H1: annual increments are based on supervisors interest

on employees personal concern.H0: annual increments are not based on supervisorsinterest on employees personal concern.

H1: extent of help of training and development programs in

improving employees performance leads to job rotation.H0: extent of help of training and development programs inimproving employees performance doesnt leads to jobrotation.

H1: annual increments are an application of working

duration of an employee.H1: annual increments are not an application of workingduration of an employee.

RESEARCH DESIGN:SAMPLE FOR THE STUDY- 11 MEMBER OFINTER DEPARTMENT. METHOD OF SELECTION- Random selection. TOOLS USED FOR THE DATACOLLECTION Questionnaire.

STATISTICAL ANALYSIS:

Frequency and percentages were calculated to

interpret the demographic characteristic of theemployes.chi-Test test used for the comparison betweentwo groups in peer relations and adjustment.Correlation: was carried out to assess the degreeof relationship between peers and adjustment ofrespondents.

RESULT:All the strategies are mostly fair and objective.

The employees are well aware of what is expectedof them. Feedback is not given by the management cadrestaff properly. Suggestions and innovations are not rewarded. Supervisors are patient with the employeesproblems up to more than a normal extent.

INTRODUCTION

PepsiCo, Incorporated (NYSE: PEP) is a Fortune 500, American

multinational corporation headquartered in Purchase, NY with interests inmanufacturing and marketing a wide variety of carbonated and noncarbonated beverages, as well as salty, sweet and grain -based snacks, andother foods.

Their main product, Pepsi Cola, sells over 100 billion cans a year. Besides thePepsi-Cola brands, the company owns other brands such as Quaker Oats,Gatorade, Frito-Lay, Tropicana, Copella, Mountain Dew, Miranda and 7-Up(outside the USA).

PepsiCo has 18 different product lines that offers a variety of

It is the 2nd largest manufacturer of soft drinks in the world.

Indra Krishnamurthy Nooyi , who was ranked No.

11 in Fortune's list of the most powerful women inbusiness, joined the company in 1994 and wasnamed CEO in 2001. She was born in India andhas done her education in India .She has been the chief executive of PepsiCosince 2006. During her time, healthier snackshave been marketed and the company is strivingfor a net-zero impact on the environment. Thisfocus on healthier foods and lifestyles is part ofNooyi's "Performance With Purpose" philosophy.

WORLDS HEADQUARTERS

PepsiCo World Head quarters is located in

Purchase at New York.

PEPSI-CO BRANDS

CONCLUSION:

RECOMMENDATIONS: -

Extensive of the job training.

Free hand in decision making. Focused job responsibility. Transparent career planning of all officers. Give tangible advantages. Exemplary rewards should be given for uniqueachievements of the employees. Informal were calling as and when they need.